Transforming HR Practices for a Fully-Remote AI SaaS Company

Transforming HR Practices for a Fully-Remote AI SaaS Company

How Fastnet partnered with our SaaS client to revolutionise their HR strategy, enhance compliance, and foster a thriving remote work culture.

Executive summary

Our Client, an AI software as a service company founded in 2016, specialises in helping the credit industry engage empathetically with in-debt and vulnerable customers. Operating fully remotely, they faced challenges in establishing a strong HR presence and sought to enhance their employer branding, develop HR policies, and manage talent effectively. Fastnet partnered with our client to provide comprehensive HR support, driving significant improvements in HR compliance, employee engagement, and organisational development.

Strategic Objectives


Employer Branding:

Enable the company to become an employer of choice in its industry vertical by preparing for Great Place to Work Accreditation.


HR Policies and Procedures:

Develop an Employee Handbook, review and refresh employee contracts, and identify third-party recruitment companies to enable hiring abroad where the client does not have a legal entity in place.


Talent Management:

Advise and facilitate talent development and progression

Our approach

  • Identifying learning and development gaps and sourcing technical/leadership development partners.
  • Providing strategic HR support to the CEO.
  • Developing an HR Mission and Strategy in line with the overall organisational mission and strategy.
  • Acting as a trusted advisor to the Executive Team, offering coaching, mentoring, and succession planning.
  • Ensuring compliance with local and multi-geo employment legislation and introducing new policies.
  • Sourcing third-party contracting agencies to facilitate Webio’s hiring in regions without a legal entity.
  • Managing Talent Attraction Activities: Employer branding, recruitment, and onboarding.
  • Conducting salary benchmarking and gender pay gap analysis.
  • Benchmarking and developing employee benefits.
  • Handling Employee Relations and facilitating employee well-being initiatives with confidential support.
  • Serving as a member of the Executive Leadership Team.

The Outcome


HR compliance achieved with ISO accreditation.


Key HR goals on target, including the introduction of an Employee Handbook, updated policies and procedures, and successful implementation of performance management initiatives. Great Place to Work accreditation is in process for 2024.


Acting as a confidante and sparring partner to the CEO and Executive team, with leadership development initiatives, succession planning, and performance management implemented where needed.


Introduction of employee benefits such as training and development, pensions, and ongoing discussions on flexible benefits.


Effective communication initiatives established to ensure the fully remote team is engaged and communicates effectively, both for work and social interactions.

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